DENISE MASAK, SPHR, SHRM-SCP

• Aligning HR initiatives with the organization's strategic goals and collaborating closely with senior leadership are paramount for achieving overall success.
• Enhancing the healthcare benefits package is essential for employee satisfaction and retention, aligning with the importance of employee benefits administration.
• Developing and managing the annual HR budget with strategic focus aligns with financial goals and supports the organization's values and culture, a critical aspect of the HR Director role.
• Managing all aspects of HR operations, including talent acquisition, training, and employee relations, is fundamental to the HR Director's responsibilities.
• Ensuring compliance through activities like mandated training and reporting is vital to mitigate legal risks and maintain regulatory adherence.
• Collaborating closely with the CEO and senior leaders to offer legal guidance and strategic advice aligns with the HR Director's role as a strategic partner.
• Streamlining HR processes and improving efficiency through carrier connections contributes to the overall effectiveness of the HR department.
• Tracking and analyzing HR metrics to enhance employee retention and reduce overtime is crucial for data-driven HR strategies.
• Maintaining and updating HR policies ensures consistency and compliance, an essential function for HR leadership.
• Fostering a culture of engagement and recognition through innovative programs aligns with the importance of employee engagement highlighted in the job description.
• Developing and implementing training modules and opportunities for learning and development contributes to the HR Director's role in building a skilled workforce.
• Collaborating with benefits brokers to identify and implement healthcare offerings that align with employee and company needs supports the overall benefits administration responsibility.
• Managing payroll processing and ensuring compliance with labor cost analysis and reporting is crucial for payroll-related functions.
• Leveraging HRIS capabilities to optimize recruiting, onboarding, and training processes enhances HR efficiency and employee experience.
• Orchestrating employee events and activities promotes team cohesion and employee well-being, aligning with the importance of employee engagement in the job description.
• Administering the 401k program with meticulous attention to detail and compliance tasks is significant but may be considered a specialized aspect of the HR Director's role.
• Implementing a Learning Management System for customer service trainings, customized training content, and learning paths enhances employee development and aligns with HR's role in training and development.
• Creating an automated organization chart to track headcount and open positions supports HR's role in efficient HR operations.
• Starting an employee referral program to aid talent acquisition and improve retention aligns with HR's responsibility for talent attraction and retention.
• Contributing to increasing YOY retention rates and reducing new hire turnover through enhanced onboarding practices, new hire training, employee engagement activities, and exit interview analysis is essential for HR's role in talent management and retention.
• Investigating employee complaints and resolving employee relations issues to find the best possible outcomes is essential for maintaining a positive workplace environment and aligns with HR's role in employee relations.
• Overseeing the workers compensation program and safety initiatives, reducing workplace injuries and litigation claims, enhances employee safety and reduces associated costs, aligning with HR's role in workplace safety.
• Responsible for evaluating and administering employee leave requests, including FMLA, ADA, or personal leaves, ensures compliance with relevant laws and regulations and supports employees in their time-off needs.

Actively transitioned HR from traditional labor relations functions into a comprehensive HR organization partnering with senior leadership to develop new business initiative, foster employee engagement, and mobilize talent.

• Responsible for all HR functions, including Talent Acquisition, Training & Development, Employee Relations as well as Performance Management and Benefits & Compensation
• Manage full cycle recruitment for hourly and salaried positions, including sourcing, interviewing, onboarding and new hire training.
• Assisted other Churchill Downs, Inc. properties with hiring initiatives, i.e hotel opening at Oxford Casino
• Re-designed on-boarding program and developed Peer Connect program leading to decreased turnover
• Spearheaded succession plan, increasing number of internal hires and boosting Team Member morale
• Implemented quarterly Team Member events, Holiday Party, Team Member Picnic and Long Service Award
• Analyze Engagement Survey, conduct focus groups and create annual engagement plan
• Developed departments goals and initiatives and prepared annual budget
• Enhanced Team Member orientation and new hire compliance & service training
• Prepared and trained leadership throughout transition of HRIS change from HRO to UltiPro
• Create and present training material, including annual compliance, front-line and leadership development
• Focused on Team Member communication implementing company email communication, Intranet & BOH TVs
• Implemented a company wide Mentor program leading to increased Team Member engagement
• Prepare and present during monthly Leadership meetings and update and present weekly HR KPIs
• Process all changes in Ultipro and other HR systems, such as FMLA Source, Benefit First, Everify
• Conduct HR audits, including I-9s and create various HR reports; Retention, Turnover, Seniority, Open Positions
• Develop and update HR policies and SOPs, company handbook and job descriptions
• Respond and investigate Employee Relations issues and union grievances
• Handle all LOAs request and benefit open enrollment, ACA compliance and dependent audits
• Redesigned WC processes and procedures leading to reduced claims and focus on injury prevention
  

Provided strategic support to further develop the wellness programs offered to the Tribal communities. Conducted a needs analysis by surveying tribal community members. Analyzed results, provided council with a 2 year plan and implemented new services.

• Forecasted staffing needs, created/updated job descriptions, interviewed applicants and on-boarded new hires
• Trained, developed and managed 15 EEs at 5 locations providing wellness programs to the tribal communities
• Oversaw the development and quality control of wellness programs and services
• Projected program budget, monitored program spending and evaluated the effectiveness of services
• Compiled and analyzed data to justify annual plans and created and implemented new initiatives
• Developed departments annual plan, goals & objectives, policies and SOPs

Managed & administered the companies health & wellness benefits for 15 locations nationwide, providing support and guidance to HR staff and employees.

• Oversaw and maintained legal compliance of the companies benefit programs
• Created reports to reconcile billing and ensure accuracy of enrollments, changes and terminations
• Conducted cost/benefit analysis, implemented new cost saving benefits; HDHP and HSA
• Organized Wellness Fair, Holiday Party, employee recognition and birthday celebrations

Functioned as a liaison between employees, insurance carriers and TPA's enhancing the overall benefit administration and created streamlined processes for LOAs and WC.

• Reconciled benefit invoices and conducted financial benefit analysis and benchmarks against industry standards
• Managed and oversaw companies LOAs, WC & unemployment claims
• Created material for benefits presentations, open enrollment and seminars
• Implemented health & wellness events and initiatives to create a Wellness culture and boost engagement
• Processed changes in ADP & monitored that updates transferred correctly between systems

Involved in all HR related activities and assisting VP of HR

• Processed all new hires, terminations, promotions, transfers and status changes in ADP
• Organized and planned company events & recognition and long service awards
• Pre-screened applicants and facilitated new hire and on-boarding processes